Method and system for operating a personnel workflow tool

ABSTRACT

The invention includes three primary methodical tools. The first tool implements a job recruiting toolkit. The second tool implements a method of generating referrals based upon a virtual community of people who relate to the job description. The third tool implements an enterprise recruitment toolkit.

CROSS-REFERENCE TO RELATED APPLICATIONS

This application is a divisional of U.S. patent application Ser. No.10/258,254 filed Oct. 21, 2002 (Attorney Docket No. ACCL0001), and isrelated to U.S. Patent Application (serial number not yet assigned)entitled “Method And System For Generating Referrals For Job PositionsBased Upon Virtual Communities Comprised Of Members Relevant To The JobPositions” (Attorney Docket No. ACCL0001 D1), and filed concurrentlyherewith. This application claims priority from International PatentApplication No. PCT/US01/12849, filed Apr. 19, 2001, which isincorporated by reference herein.

TECHNICAL FIELD

This invention relates to the generation of referrals and the use ofthose referrals in an integrated referral and recruitment systemcovering from definition of a position, recruiting, interviewing,candidate selection, candidate negotiation, assimilation of new hires,and facilitation of subsequent mentoring relationships.

BACKGROUND ART

Every growing company has a common problem: finding good people fastenough to meet critical business objectives. Existing options forfinding and managing candidates are highly fragmented and time consumingto manage, often including web postings, advertisements, employeereferrals, engaging recruiters, and searching resume bulletin boards.

The market for recruiting services in the United States and elsewhere israpidly growing, and according to industry sources, businesses in theUnited States spent over $13 Billion (US) to hire new employees in 1997.As Internet usage becomes ever more widespread, companies from a broadrange of industries are expected to do at least part of their employeerecruitment over the Internet. There are forecasts that, by 2003, mostlarge companies, 60% of the medium companies and 20% of the smallcompanies in the United States will use the Internet for recruitmentpurposes. In 1998 alone, there were over 28 Million job postings on theWorld Wide Web.

Most companies face another set of challenges having to do with managingthe hiring process. While a variety of tools and services for portionsof the hiring process exist, there is no single tool which spans thetasks of defining a position, recruiting, interviewing, candidateselection, candidate negotiation, and assimilation of new hires.

A central problem with existing approaches is the difficultycommunicating what the actual status of the hiring is and what are thenext steps of the hiring strategy. “I interviewed him or her, now whatdo I do?” “I interviewed for 6 hours and I never heard anything fromanyone afterwards?” “I opened new job request with the Human ResourcesDepartment. It has been over three weeks, and I haven't heard fromanyone. What is going on?” Note the problem doesn't change whenrecruitment is out-sourced, in fact in many circumstances,communications becomes more difficult and/or erratic.

An associated communication problem is the inability for changes inhiring strategies to be communicated to everyone affected. There aremany reasons why a hiring position may be either frozen or cancelled,but seldom do the people involved in the hiring activity find out aboutthem in a time-efficient manner. As a consequence, job interviews occurfor positions that no longer exist, people are brought long distancesfor no realistic objective, and they don't find out about it till muchlater, if ever.

Another problem that pervades this sea of partial solutions is the basicfinancial management questions, which become so difficult to answer. Howmuch did it actually cost to hire for a given position? How much did thecorporate entity lose in delays for hiring that position? How long didit take to fill the position versus when the position was to be filled?Each of these questions is difficult to answer and/or questionable inits accuracy of answer today.

Sitting on top of these problems is a fundamental difficulty in managinga recruitment process where there is no established, reliable way toreview whether a corporate entity's hiring strategy was accuratelyimplemented, realistically adjusted based upon interim results, and metits corporate objectives.

Today, there is no realistic mechanism supporting the adjustment of ahiring strategy based upon interim results. The options are usually notthought out and reviewed, so management decisions are made in a vacuum.They “just happen” leading to erratic results whose only certainty isthey have cost money, take time and take resources. The interim resultsare difficult to coherently collect and review with relevantdecision-makers. The consequence of this is more sporadic activity andmisdirection, often feeding on itself. Usually costing far more than isreasonable.

There are common problems experienced with existing tools when someonenewly hired arrive at the job site for the first day of work. They maydiscover that at least one crucial piece of their work situation ismissing. Examples of such missing pieces include, but are not limitedto, a working telephone, phone mail account, a computer interfaced tothe relevant networks, desk, chair, employment contract, non-disclosureagreement, provision for business cards, and corporate security IDs.

There are additional problems with existing personnel tools related tothe discontinuity between the various pieces, having to do with theability to confirm the reality of recruiting management estimates. Manymanagers will either assume that the job market is the same as it wasthe last time they hired in a given field, or will choose to paint anunrealistic picture about the effort and expense of filling a givenposition without even checking. The consequent cost of these managerialmistakes is huge. What is needed is a mechanism providing rapid andaccurate feedback to a corporate entity's personnel department orexecutive group on just what it takes to fill one or more positions.

A number of companies have put in place referral mechanisms to identifycandidates for job positions either in their organizations or in theirclients' organizations. While these efforts were definitely pioneeringin their intent, there are several persistent problems with existingreferral mechanisms.

Tracking referrals has tended to be sporadic, leading to cases of anindividual referring highly qualified people whose information nevergets to the correct hiring authorities, or someone is hired based upon areferral and appropriate recognition is not made to the referringsource.

Any single person's network of acquaintances is limited and existingreferral networks are essentially a collection of address books for ahandful of people, often limited to some corporate employees, theirfriends and family, and seldom anything else. People who in fact, maynot even know about a job position's requirements nor the communities ofpeople conversant in those requirements. For example, there could be aperson within two blocks of the hiring agent, who either is the rightcandidate or knows the right candidate, but there is no mechanism bywhich the hiring agent can find that person who is so close by existingreferral mechanisms.

While all of the discussion so far has focussed on the corporateperspective, most of these problems have significant negativeconsequences for individuals looking for positions. Probably the mostannoying problem is the lack of coherent communication. Estimates arethat 40% of the people applying for positions on the Internet never getany response to their application.

It is important to understand that most people do not look for anotherjob unless there is a very large reason. They may be unemployed, facinglay-off, or the possibility of lay-off, and/or they may be extremelyunhappy or frustrated with their current position. The background ofstress, worry, frustration and outright fear can be enormous. So thelack of communication mentioned above has far greater consequences thanit would under ordinary circumstances.

Today, an individual is severely limited in their ability to findpotential positions relevant to their requirements. They may rely ontheir circle of friends, family and professional associates, but theyface the same problem as the referral service. Most of these people willnot or can not understand the job requirements or know the people orcompanies needing such requirements.

An individual accessing the World Wide Web will find thousands of jobweb sites and a level of depersonalization that would be daunting toanyone under the best of circumstances, and is often devastating topeople, who, for whatever reason, are looking for a job.

SUMMARY OF THE INVENTION

The invention includes three primary methodical tools. The first toolimplements a job recruiting toolkit. The second tool implements a methodof generating referrals based upon a virtual community of people whorelate to the job description. The third tool is an enterprise classrecruitment toolkit. Each of these methodical tools addresses at leastpart of the problems found in today's recruitment process.

The three tools form an integrated recruitment management andcommunication tool platform. The job recruitment tool can generate areferral request sent to the referral generation tool. The enterpriserecruitment toolkit can incorporate the job recruiting toolkit tooversee and facilitate the job hiring process. Taken collectively, thesetools solve at least the problems previously discussed herein.

BRIEF DESCRIPTION OF THE DRAWINGS

FIG. 1 depicts a process flow view of one preferred embodiment of theinvention;

FIG. 2 depicts a system comprising a server communicatively coupled withat least one employee 20 of a corporate entity and communicativelycoupled to at least one job hunter 10 operated by at least one programsystem 1000, 2000 and/or 3000 implementing one of the methods of theinvention;

FIG. 3 depicts a detail flowchart of program system 1000 of FIG. 2implementing a method of operating a job position recruiting toolaccessed by at least one employee of a corporate entity and accessed byat least one job hunter;

FIG. 4 depicts a detail flowchart of operation 1022 of FIG. 3 furtherrecruiting the job position request based upon access by the job hunter;

FIG. 5A depicts a detail flowchart of operation 1062 of FIG. 3 furtherassimilating the new hire;

FIG. 5B depicts a detail flowchart of operation 1012 of FIG. 3 furtherproviding the assessment and approval process to create the job positionrequest;

FIG. 6A depicts a detail flowchart of operation 1032 of FIG. 3 furtherinterviewing the interview candidate for the job position request;

FIG. 6B depicts a detail flowchart of operation 1042 of FIG. 3 furtherselecting based upon the candidate evaluations for the job hunters tocreate the selected candidate;

FIG. 7 depicts a detail flowchart of operation 1052 of FIG. 7 furthernegotiating offer and closing for the job position request with theselected candidate;

FIG. 8 depicts a detail flowchart of operation 1062 of FIG. 3 furtherinitiating steps for the first day for the new hire;

FIG. 9 depicts a detail flowchart of program system 2000 of FIG. 2implementing a method generating referrals for at least one jobpositions based upon at least one virtual community comprised of atleast one member of the virtual community relevant to the job positions;

FIG. 10A depicts a detail flowchart of operation 2032 of FIG. 9 furthercreating the virtual community of at least one member based upon the jobposition request;

FIG. 10B depicts a detail flowchart of operation 2102 of FIG. 10Afurther selecting the members from the identified people;

FIG. 11A depicts a detail flowchart of operation 2012 of FIG. 9 furthermaintaining the reservoir of at least two of the identified people;

FIG. 11B depicts a detail flowchart of operation 2022 of FIG. 9 furtherreceiving at least one job position request;

FIG. 12A depicts a detail flowchart of operation 2152 of FIG. 10Afurther selecting the members from the identified people;

FIG. 12B depicts a detail flowchart of operation 2052 of FIG. 9 furthersending the referral request for the job position description to themember, for each of the members of the virtual community;

FIG. 13 depicts a detail flowchart of operation 3000 of FIG. 2implementing a method of operating a personnel workflow tool accessed byat least one employee of a corporate entity and accessed by at least onejob hunter;

FIG. 14 depicts a detail flowchart of operation 3012 of FIG. 13 furtherproviding access to the enterprise personnel strategy toolkit for theemployee with an associated privilege containing an executive staffmembership; and

FIG. 15 depicts a detail flowchart of operation 3022 of FIG. 13 furtherproviding access to a management personnel toolkit for the employee withthe associated privilege containing a management staff membership.

DETAILED DESCRIPTION OF THE INVENTION

FIG. 1 depicts a process flow view of one preferred embodiment of theinvention.

FIG. 2 depicts a system comprising a server computer 100 communicativelycoupled 22 with at least one employee 20 of a corporate entity andcommunicatively coupled 12 to at least one job hunter 10 and operated byat least one program system 1000, 2000 and/or 3000 implementing one ofthe methods of the invention.

These program systems are comprised of program steps residing in memory110 accessibly coupled 112 to server computer 100.

Program system 1000 implements a method of operating a job positionrecruiting tool accessed by the employee 20 of a corporate entity and bythe job hunter 10.

Program system 2000 implements a method generating referrals for atleast one job positions based upon at least one virtual communitycomprised of at least one member of the virtual community relevant tothe job positions based upon a people reservoir 4000.

Program system 3000 implements a method of operating a personnelworkflow tool accessed by the employee 20 and accessed by the job hunter10.

FIG. 3 depicts a detail flowchart of program system 1000 of FIG. 2implementing a method of operating a job position recruiting toolaccessed by at least one employee of a corporate entity and accessed byat least one job hunter.

Arrow 1010 directs the flow of execution from starting operation 1000 tooperation 1012. Operation 1012 performs providing an assessment andapproval process to create a job position request. Arrow 1014 directsexecution from operation 1012 to operation 1016. Operation 1016terminates the operations of this flowchart.

Arrow 1020 directs the flow of execution from starting operation 1000 tooperation 1022. Operation 1022 performs recruiting the job positionrequest based upon access by the job hunter to generate an interviewcandidate. Arrow 1024 directs execution from operation 1022 to operation1016. Operation 1016 terminates the operations of this flowchart.

Arrow 1030 directs the flow of execution from starting operation 1000 tooperation 1032. Operation 1032 performs interviewing the interviewcandidate for the job position request to create a candidate evaluationfor the job hunter. Arrow 1034 directs execution from operation 1032 tooperation 1016. Operation 1016 terminates the operations of thisflowchart.

Arrow 1040 directs the flow of execution from starting operation 1000 tooperation 1042. Operation 1042 performs selecting based upon thecandidate evaluations for at least one of the job hunters to create aselected candidate. Arrow 1044 directs execution from operation 1042 tooperation 1016. Operation 1016 terminates the operations of thisflowchart.

Arrow 1050 directs the flow of execution from starting operation 1000 tooperation 1052. Operation 1052 performs negotiating offer and closingfor the job position request with the selected candidate to create a newhire associated with the job hunter. Arrow 1054 directs execution fromoperation 1052 to operation 1016. Operation 1016 terminates theoperations of this flowchart.

Arrow 1060 directs the flow of execution from starting operation 1000 tooperation 1062. Operation 1062 performs assimilating the new hireassociated with the job hunter for the job position request. Arrow 1064directs execution from operation 1062 to operation 1016. Operation 1016terminates the operations of this flowchart.

FIG. 4 depicts a detail flowchart of operation 1022 of FIG. 3 furtherrecruiting the job position request based upon access by the job hunter.

Arrow 1160 directs the flow of execution from starting operation 1022 tooperation 1162. Operation 1162 performs creating a job positionrecruitment strategy for the product request. Arrow 1164 directsexecution from operation 1162 to operation 1166. Operation 1166terminates the operations of this flowchart.

Arrow 1170 directs the flow of execution from starting operation 1022 tooperation 1172. Operation 1172 performs executing the job positionrecruitment strategy to present a job position description for the jobposition request to the job hunter. Arrow 1174 directs execution fromoperation 1172 to operation 1166. Operation 1166 terminates theoperations of this flowchart.

Arrow 1180 directs the flow of execution from starting operation 1022 tooperation 1182. Operation 1182 performs an e-filter acting upon theresponse of the job hunter to the product description results in the jobhunter accessing the e-filter to create a job-match-score associatedwith the job hunter. Arrow 1184 directs execution from operation 1182 tooperation 1166. Operation 1166 terminates the operations of thisflowchart.

Arrow 1190 directs the flow of execution from starting operation 1022 tooperation 1192. Operation 1192 performs presenting a first levelinterview questionnaire to the job hunter when the associatedjob-match-score meets a predefined standard to create a first levelresponse for the job hunter. Arrow 1194 directs execution from operation1192 to operation 1166. Operation 1166 terminates the operations of thisflowchart.

Arrow 1200 directs the flow of execution from starting operation 1022 tooperation 1202. Operation 1202 performs designating an interviewcandidate based upon the first level response for the job hunter. Arrow1204 directs execution from operation 1202 to operation 1166. Operation1166 terminates the operations of this flowchart.

FIG. 5A depicts a detail flowchart of operation 1062 of FIG. 3 furtherassimilating the new hire.

Arrow 1300 directs the flow of execution from starting operation 1062 tooperation 1302. Operation 1302 performs initiating steps for a first dayfor the new hire. Arrow 1304 directs execution from operation 1302 tooperation 1306. Operation 1306 terminates the operations of thisflowchart.

Arrow 1310 directs the flow of execution from starting operation 1062 tooperation 1312. Operation 1312 performs orienting the new hire. Arrow1314 directs execution from operation 1312 to operation 1306. Operation1306 terminates the operations of this flowchart.

FIG. 5B depicts a detail flowchart of operation 1012 of FIG. 3 furtherproviding the assessment and approval process to create the job positionrequest.

Arrow 1330 directs the flow of execution from starting operation 1012 tooperation 1332. Operation 1332 performs planning an enterprise staffingstrategy. Arrow 1334 directs execution from operation 1332 to operation1336. Operation 1336 terminates the operations of this flowchart.

Arrow 1340 directs the flow of execution from starting operation 1012 tooperation 1342. Operation 1342 performs initiating a job positionrequisition. Arrow 1344 directs execution from operation 1342 tooperation 1336. Operation 1336 terminates the operations of thisflowchart.

Arrow 1350 directs the flow of execution from starting operation 1012 tooperation 1352. Operation 1352 performs approving the job positionrequisition to create an approved job position requisition. Arrow 1354directs execution from operation 1352 to operation 1336. Operation 1336terminates the operations of this flowchart.

Arrow 1360 directs the flow of execution from starting operation 1012 tooperation 1362. Operation 1362 performs clarifying the approved jobposition requisition to create the job position request. Arrow 1364directs execution from operation 1362 to operation 1336. Operation 1336terminates the operations of this flowchart.

FIG. 6A depicts a detail flowchart of operation 1032 of FIG. 3 furtherinterviewing the interview candidate for the job position request.

Arrow 1430 directs the flow of execution from starting operation 1032 tooperation 1432. Operation 1432 performs scheduling for the interviewcandidate for the job position request to create an interview schedulefor the job hunter. Arrow 1434 directs execution from operation 1432 tooperation 1436. Operation 1436 terminates the operations of thisflowchart.

Arrow 1440 directs the flow of execution from starting operation 1032 tooperation 1442. Operation 1442 performs interviewing the job hunterbased upon the interview schedule by at least one interviewer. Arrow1444 directs execution from operation 1442 to operation 1436. Operation1436 terminates the operations of this flowchart.

Arrow 1450 directs the flow of execution from starting operation 1032 tooperation 1452. Operation 1452 performs generating a post-interviewevaluation by each of the interviewers to collectively create thecandidate evaluation for the job hunter. Arrow 1454 directs executionfrom operation 1452 to operation 1436. Operation 1436 terminates theoperations of this flowchart.

FIG. 6B depicts a detail flowchart of operation 1042 of FIG. 3 furtherselecting based upon the candidate evaluations for the job hunters tocreate the selected candidate.

Arrow 1470 directs the flow of execution from starting operation 1042 tooperation 1472. Operation 1472 performs deciding based the candidateevaluation for the job hunter to create going-forward for the jobhunter. Arrow 1474 directs execution from operation 1472 to operation1476. Operation 1476 terminates the operations of this flowchart.

Arrow 1480 directs the flow of execution from starting operation 1042 tooperation 1482. Operation 1482 performs checking background of the jobhunter whenever going-forward is decided. Arrow 1484 directs executionfrom operation 1482 to operation 1476. Operation 1476 terminates theoperations of this flowchart.

Arrow 1490 directs the flow of execution from starting operation 1042 tooperation 1492. Operation 1492 performs checking references of the jobhunter whenever going-forward is decided. Arrow 1494 directs executionfrom operation 1492 to operation 1476. Operation 1476 terminates theoperations of this flowchart.

FIG. 7 depicts a detail flowchart of operation 1052 of FIG. 7 furthernegotiating offer and closing for the job position request with theselected candidate.

Arrow 1510 directs the flow of execution from starting operation 1052 tooperation 1512. Operation 1512 performs preparing an offer based uponthe job position request for the selected candidate. Arrow 1514 directsexecution from operation 1512 to operation 1516. Operation 1516terminates the operations of this flowchart.

Arrow 1520 directs the flow of execution from starting operation 1052 tooperation 1522. Operation 1522 performs approving the offer based uponthe job position request for the selected candidate. Arrow 1524 directsexecution from operation 1522 to operation 1516. Operation 1516terminates the operations of this flowchart.

Arrow 1530 directs the flow of execution from starting operation 1052 tooperation 1532. Operation 1532 performs extending the offer to the jobhunter as the selected candidate. Arrow 1534 directs execution fromoperation 1532 to operation 1516. Operation 1516 terminates theoperations of this flowchart.

FIG. 8 depicts a detail flowchart of operation 1062 of FIG. 3 furtherinitiating steps for the first day for the new hire.

Arrow 1610 directs the flow of execution from starting operation 1062 tooperation 1612. Operation 1612 performs notifying facilities of thefirst day for the new hire filling the job position request. Arrow 1614directs execution from operation 1612 to operation 1616. Operation 1616terminates the operations of this flowchart.

Arrow 1620 directs the flow of execution from starting operation 1062 tooperation 1622. Operation 1622 performs notifying a business card vendorof the first day for the new hire filling the job position request.Arrow 1624 directs execution from operation 1622 to operation 1616.Operation 1616 terminates the operations of this flowchart.

Arrow 1630 directs the flow of execution from starting operation 1062 tooperation 1632. Operation 1632 performs notifying a new hire mentor ofthe first day for the new hire filling the job position request. Arrow1634 directs execution from operation 1632 to operation 1616. Operation1616 terminates the operations of this flowchart.

Arrow 1640 directs the flow of execution from starting operation 1062 tooperation 1642. Operation 1642 performs notifying IS of the first dayfor the new hire filling the job position request. Arrow 1644 directsexecution from operation 1642 to operation 1616. Operation 1616terminates the operations of this flowchart.

Arrow 1650 directs the flow of execution from starting operation 1062 tooperation 1652. Operation 1652 performs notifying office supply vendorof the first day for the new hire filling the job position request.Arrow 1654 directs execution from operation 1652 to operation 1616.Operation 1616 terminates the operations of this flowchart.

Arrow 1660 directs the flow of execution from starting operation 1062 tooperation 1662. Operation 1662 performs scheduling orientation of thefirst day for the new hire filling the job position request. Arrow 1664directs execution from operation 1662 to operation 1616. Operation 1616terminates the operations of this flowchart.

FIG. 9 depicts a detail flowchart of program system 2000 of FIG. 2implementing a method generating referrals for at least one jobpositions based upon at least one virtual community comprised of atleast one member of the virtual community relevant to the job positions.

Arrow 2010 directs the flow of execution from starting operation 2000 tooperation 2012. Operation 2012 performs maintaining a reservoir of atleast two identified people. Arrow 2014 directs execution from operation2012 to operation 2016. Operation 2016 terminates the operations of thisflowchart.

Note that each of the identified people is attributed a name, a virtualaddress, a background description, a geographic locale, and a history.

Arrow 2020 directs the flow of execution from starting operation 2000 tooperation 2022. Operation 2022 performs receiving at least one jobposition request including a job position description containing a worklocation and including a referral specification. Arrow 2024 directsexecution from operation 2022 to operation 2016. Operation 2016terminates the operations of this flowchart.

Arrow 2030 directs the flow of execution from starting operation 2000 tooperation 2032. Operation 2032 performs creating a virtual community ofat least one member based upon the job position request. Arrow 2034directs execution from operation 2032 to operation 2016. Operation 2016terminates the operations of this flowchart.

Arrow 2040 directs the flow of execution from starting operation 2000 tooperation 2042. Operation 2042 performs generating a referral requestfor the job position description based upon the referral specificationto each of the members of the virtual community. Arrow 2044 directsexecution from operation 2042 to operation 2016. Operation 2016terminates the operations of this flowchart.

Arrow 2050 directs the flow of execution from starting operation 2000 tooperation 2052. Operation 2052 performs sending the referral request forthe job position description to the member, for each of the members ofthe virtual community. Arrow 2054 directs execution from operation 2052to operation 2016. Operation 2016 terminates the operations of thisflowchart.

FIG. 10A depicts a detail flowchart of operation 2032 of FIG. 9 furthercreating the virtual community of at least one member based upon the jobposition request.

Arrow 2100 directs the flow of execution from starting operation 2032 tooperation 2102. Operation 2102 performs selecting the members from theidentified people based upon the job position description. Arrow 2104directs execution from operation 2102 to operation 2106. Operation 2106terminates the operations of this flowchart.

Arrow 2110 directs the flow of execution from starting operation 2032 tooperation 2112. Operation 2112 performs collecting the members to createthe virtual community based upon the job position request. Arrow 2114directs execution from operation 2112 to operation 2106. Operation 2106terminates the operations of this flowchart.

FIG. 10B depicts a detail flowchart of operation 2102 of FIG. 10Afurther selecting the members from the identified people.

Arrow 2150 directs the flow of execution from starting operation 2102 tooperation 2152. Operation 2152 performs selecting a first of the membersfrom the identified people whose the background description nearlymatches the job description. Arrow 2154 directs execution from operation2152 to operation 2156. Operation 2156 terminates the operations of thisflowchart.

Arrow 2160 directs the flow of execution from starting operation 2102 tooperation 2162. Operation 2162 performs selecting a second of themembers from the identified people whose the background descriptionindicates knowledgeability about the job description. Arrow 2164 directsexecution from operation 2162 to operation 2156. Operation 2156terminates the operations of this flowchart.

Arrow 2170 directs the flow of execution from starting operation 2102 tooperation 2172. Operation 2172 performs selecting a third of the membersfrom the identified people whose locale nearly matches the worklocation.

Arrow 2174 directs execution from operation 2172 to operation 2156.Operation 2156 terminates the operations of this flowchart.

FIG. 11A depicts a detail flowchart of operation 2012 of FIG. 9 furthermaintaining the reservoir of at least two of the identified people.

Arrow 2200 directs the flow of execution from starting operation 2012 tooperation 2202. Operation 2202 performs adding a first person with aname, a virtual address, a background description, a geographic localeto create a first of the identified people attributed the name, thevirtual address, the background description, the geographical localewith an initial history. Arrow 2204 directs execution from operation2202 to operation 2206. Operation 2206 terminates the operations of thisflowchart.

Arrow 2210 directs the flow of execution from starting operation 2012 tooperation 2212. Operation 2212 performs updating at least one member ofthe attributes for the first of the identified people. Arrow 2214directs execution from operation 2212 to operation 2206. Operation 2206terminates the operations of this flowchart.

FIG. 11B depicts a detail flowchart of operation 2022 of FIG. 9 furtherreceiving at least one job position request.

Arrow 2230 directs the flow of execution from starting operation 2022 tooperation 2232. Operation 2232 performs receiving the job positionrequest from a first corporate entity. Arrow 2234 directs execution fromoperation 2232 to operation 2236. Operation 2236 terminates theoperations of this flowchart.

Arrow 2240 directs the flow of execution from starting operation 2022 tooperation 2242. Operation 2242 performs receiving the job positionrequest from a first individual. Arrow 2244 directs execution fromoperation 2242 to operation 2236. Operation 2236 terminates theoperations of this flowchart.

FIG. 12A depicts a detail flowchart of operation 2152 of FIG. 10Afurther selecting the members from the identified people.

Arrow 2310 directs the flow of execution from starting operation 2152 tooperation 2312. Operation 2312 performs selecting a fourth of themembers from the identified people whose the background descriptionincludes employment within the first corporate entity. Arrow 2314directs execution from operation 2312 to operation 2316. Operation 2316terminates the operations of this flowchart.

Note that the referral specification may further include a referralaward.

FIG. 12B depicts a detail flowchart of operation 2052 of FIG. 9 furthersending the referral request for the job position description to themember, for each of the members of the virtual community.

Arrow 2330 directs the flow of execution from starting operation 2052 tooperation 2332. Operation 2332 performs queuing at least the referralrequest to create a member referral request queue. Arrow 2334 directsexecution from operation 2332 to operation 2336. Operation 2336terminates the operations of this flowchart.

Arrow 2340 directs the flow of execution from starting operation 2052 tooperation 2342. Operation 2342 performs processing the referral requestqueue to create a referral request message for the member. Arrow 2344directs execution from operation 2342 to operation 2336. Operation 2336terminates the operations of this flowchart.

Arrow 2350 directs the flow of execution from starting operation 2052 tooperation 2352. Operation 2352 performs sending the referral requestmessage to the member based upon the virtual address attribute to themember. Arrow 2354 directs execution from operation 2352 to operation2336. Operation 2336 terminates the operations of this flowchart.

Arrow 2360 directs the flow of execution from starting operation 2052 tooperation 2362. Operation 2362 performs flushing the member referralrequest queue. Arrow 2364 directs execution from operation 2362 tooperation 2336. Operation 2336 terminates the operations of thisflowchart.

FIG. 13 depicts a detail flowchart of operation 3000 of FIG. 2implementing a method of operating a personnel workflow tool accessed byat least one employee of a corporate entity and accessed by at least onejob hunter.

Arrow 3010 directs the flow of execution from starting operation 3000 tooperation 3012. Operation 3012 performs providing access to anenterprise personnel strategy toolkit for the employee with anassociated privilege containing an executive staff membership. Arrow3014 directs execution from operation 3012 to operation 3016. Operation3016 terminates the operations of this flowchart.

Arrow 3020 directs the flow of execution from starting operation 3000 tooperation 3022. Operation 3022 performs providing access to a managementpersonnel toolkit for the employee with the associated privilegecontaining a management staff membership. Arrow 3024 directs executionfrom operation 3022 to operation 3016. Operation 3016 terminates theoperations of this flowchart.

Arrow 3030 directs the flow of execution from starting operation 3000 tooperation 3032. Operation 3032 performs providing access to theenterprise personnel strategy toolkit for the employee with theassociated privilege containing a personnel department membership. Arrow3034 directs execution from operation 3032 to operation 3016. Operation3016 terminates the operations of this flowchart.

Arrow 3040 directs the flow of execution from starting operation 3000 tooperation 3042. Operation 3042 performs providing access to a managementpersonnel toolkit for the employee with the associated privilegecontaining the personnel department membership. Arrow 3044 directsexecution from operation 3042 to operation 3016. Operation 3016terminates the operations of this flowchart.

Arrow 3050 directs the flow of execution from starting operation 3000 tooperation 3052. Operation 3052 performs providing access to arecruitment toolkit for the employee with the associated privilegecontaining the personnel department membership. Arrow 3054 directsexecution from operation 3052 to operation 3016. Operation 3016terminates the operations of this flowchart.

Arrow 3060 directs the flow of execution from starting operation 3000 tooperation 3062. Operation 3062 performs providing recruiting access tothe recruitment tool for the job hunter. Arrow 3064 directs executionfrom operation 3062 to operation 3016. Operation 3016 terminates theoperations of this flowchart.

Arrow 3070 directs the flow of execution from starting operation 3000 tooperation 3072. Operation 3072 performs providing access to a hiringtoolkit for the employee with the associated privilege containing atleast one member of the hiring team collection. Arrow 3074 directsexecution from operation 3072 to operation 3016. Operation 3016terminates the operations of this flowchart.

The hiring team collection may include the personnel departmentmembership and the management staff membership and an IS staffmembership and a facility staff membership.

FIG. 14 depicts a detail flowchart of operation 3012 of FIG. 13 furtherproviding access to the enterprise personnel strategy toolkit for theemployee with an associated privilege containing an executive staffmembership.

Arrow 3110 directs the flow of execution from starting operation 3012 tooperation 3112. Operation 3112 performs presenting an organizationalchart to the employee. Arrow 3114 directs execution from operation 3112to operation 3116. Operation 3116 terminates the operations of thisflowchart.

Arrow 3120 directs the flow of execution from starting operation 3012 tooperation 3122. Operation 3122 performs modifying the organization chartby the employee. Arrow 3124 directs execution from operation 3122 tooperation 3116. Operation 3116 terminates the operations of thisflowchart.

Arrow 3130 directs the flow of execution from starting operation 3012 tooperation 3132. Operation 3132 performs presenting a hiring objectivecollection based upon the organization chart to the employee. Arrow 3134directs execution from operation 3132 to operation 3116. Operation 3116terminates the operations of this flowchart.

Note that the hiring objective collection contains at least one hiringobjective item.

Arrow 3140 directs the flow of execution from starting operation 3012 tooperation 3142. Operation 3142 performs modifying the hiring objectivecollection by the employee. Arrow 3144 directs execution from operation3142 to operation 3116. Operation 3116 terminates the operations of thisflowchart.

Arrow 3150 directs the flow of execution from starting operation 3012 tooperation 3152. Operation 3152 performs presenting a hiring strategycollection to the employee. Arrow 3154 directs execution from operation3152 to operation 3116. Operation 3116 terminates the operations of thisflowchart.

Note that the hiring strategy collection contains at least one hiringstrategy item.

Arrow 3160 directs the flow of execution from starting operation 3012 tooperation 3162. Operation 3162 performs modifying the hiring strategycollection by the employee. Arrow 3164 directs execution from operation3162 to operation 3116. Operation 3116 terminates the operations of thisflowchart.

FIG. 15 depicts a detail flowchart of operation 3022 of FIG. 13 furtherproviding access to a management personnel toolkit for the employee withthe associated privilege containing a management staff membership.

Arrow 3230 directs the flow of execution from starting operation 3022 tooperation 3232. Operation 3232 performs the employee expressing a needfor a job position. Arrow 3234 directs execution from operation 3232 tooperation 3236. Operation 3236 terminates the operations of thisflowchart.

Arrow 3240 directs the flow of execution from starting operation 3022 tooperation 3242. Operation 3242 performs the employee creating adescription for the job position. Arrow 3244 directs execution fromoperation 3242 to operation 3236. Operation 3236 terminates theoperations of this flowchart.

Arrow 3250 directs the flow of execution from starting operation 3022 tooperation 3252. Operation 3252 performs the employee approving thedescription for the job position. Arrow 3254 directs execution fromoperation 3252 to operation 3236. Operation 3236 terminates theoperations of this flowchart.

Arrow 3260 directs the flow of execution from starting operation 3022 tooperation 3262. Operation 3262 performs the employee clarifying thedescription to create a job description for the job position. Arrow 3264directs execution from operation 3262 to operation 3236. Operation 3236terminates the operations of this flowchart.

The preceding embodiments have been provided by way of example and arenot meant to constrain the scope of the following claims.

1. A system of operating a personnel workflow tool accessed by at leastone employee of a corporate entity and accessed by at least one jobhunter, comprising: a server controlled by a server computer accessiblycoupled to a memory; said server communicatively coupled to saidemployee of said corporate entity and said job hunter; and said servercomputer operated by a program system comprising the program stepsresiding in said memory of the program steps of: providing access to anenterprise personnel strategy toolkit for said employee with anassociated privilege containing an executive staff membership; providingaccess to a management personnel toolkit for said employee with saidassociated privilege containing a management staff membership; providingaccess to said enterprise personnel strategy toolkit for said employeewith said associated privilege containing a personnel departmentmembership; providing access to a management personnel toolkit for saidemployee with said associated privilege containing said personneldepartment membership; providing access to a recruitment toolkit forsaid employee with said associated privilege containing said personneldepartment membership; providing recruiting access to said recruitmenttool for said job hunter; and providing access to a hiring toolkit forsaid employee with said associated privilege containing at least onemember of the hiring team collection comprising said personneldepartment membership and said management staff membership and an ISstaff membership and a facility staff membership.
 2. The system of claim1, wherein the program step providing access to said enterprisepersonnel strategy toolkit for said employee with an associatedprivilege containing an executive staff membership is further comprisedthe program steps of: presenting an organizational chart to saidemployee; modifying said organization chart by said employee; presentinga hiring objective collection based upon said organization chart to saidemployee; wherein said hiring objective collection contains at least onehiring objective item; modifying said hiring objective collection bysaid employee; presenting a hiring strategy collection to said employee;wherein said hiring strategy collection contains at least one hiringstrategy item; and modifying said hiring strategy collection by saidemployee.
 3. The system of claim 1, wherein the program step providingaccess to a management personnel toolkit for said employee with saidassociated privilege containing a management staff membership is furthercomprised the program steps of: said employee expressing a need for ajob position; said employee creating a description for said jobposition; said employee approving said description for said jobposition; said employee clarifying said description to create a jobdescription for said job position.
 4. A method of operating a personnelworkflow tool accessed by at least one employee of a corporate entityand accessed by at least one job hunter, comprising the steps of:providing access to an enterprise personnel strategy toolkit for saidemployee with an associated privilege containing an executive staffmembership; providing access to a management personnel toolkit for saidemployee with said associated privilege containing a management staffmembership; providing access to said enterprise personnel strategytoolkit for said employee with said associated privilege containing apersonnel department membership; providing access to a managementpersonnel toolkit for said employee with said associated privilegecontaining said personnel department membership; providing access to arecruitment toolkit for said employee with said associated privilegecontaining said personnel department membership; providing recruitingaccess to said recruitment tool for said job hunter; and providingaccess to a hiring toolkit for said employee with said associatedprivilege containing at least one member of the hiring team collectioncomprising said personnel department membership and said managementstaff membership and an IS staff membership and a facility staffmembership.
 5. The method of claim 4, wherein the step providing accessto said enterprise personnel strategy toolkit for said employee with anassociated privilege containing an executive staff membership is furthercomprised the steps of: presenting an organizational chart to saidemployee; modifying said organization chart by said employee; presentinga hiring objective collection based upon said organization chart to saidemployee; wherein said hiring objective collection contains at least onehiring objective item; modifying said hiring objective collection bysaid employee; presenting a hiring strategy collection to said employee;wherein said hiring strategy collection contains at least one hiringstrategy item; and modifying said hiring strategy collection by saidemployee.
 6. The method of claim 4, wherein the step providing access toa management personnel toolkit for said employee with said associatedprivilege containing a management staff membership is further comprisedthe steps of: said employee expressing a need for a job position; saidemployee creating a description for said job position; said employeeapproving said description for said job position; said employeeclarifying said description to create a job description for said jobposition.
 7. A program system implementing the method of claim 4 bycontrolling a computer, said program system comprising program stepsimplementing the steps of claim 4 residing in memory accessibly coupledto said computer.